2. Learning Outcomes
Why Dr. Deb and Change?
Answer the question, “Why Study Change?”
Understanding Internal and External forces that drive change
Understanding John Kotter’s 8 Steps to Change
How do I apply these steps with a current change initiative or
new opportunity?
3.
4. Forces of Change
External
Demographic characteristics
Changing demands of people
with disabilities
Technological advances
State Regulations
Funding Process
6. Types of Organizational Change
Adaptive
Change
Innovative
Change
Radically
Innovative
Change
Reintroducing a
Familiar Practice
Introducing a
New Practice
Introducing a
New Practice to the
Industry
Low High
Degree of Complexity and Resistance to change
7. Why Change Efforts Fail
No sense of urgency
Lack of a guiding coalition
Lack of a powerful vision
Under-communicating the vision-
the goals
8. Why Change Efforts Fail
Failure to remove obstacles
Failing to celebrate along the way
Declaring victory too soon
Neglecting to anchor the change
in the corporate culture
9. How to make your change effort
successful?
Follow the multi-step
process that creates the
motivation to overcome
obstacles
Make sure the process is
driven by quality leadership
and management in
partnership
10. Leading Change – Step 1
Establish a Sense of Urgency
Uncomfortable with status quo
Hold managers accountable
Share information at all levels
Talk about future opportunities
11. Leading Change – Step 2
Create the guiding coalition
Positional power
Expertise
Credible individuals – emergent leaders
Trust
Sufficient change leadership
12. Leading Change – Step 3
Develop a vision and strategy
Clarify direction
Motivate people to take action
Coordinate efforts quickly & efficiently
“If you can’t describe your vision to someone in five minutes and get their
interest, you have more work to do in this phase of a transformational process.”
14. Leading Change – Step 5
Empower broad-based action
Change structure
Provide needed training
Align information systems and
people
Hold managers accountable &
remove managers who get in
the way
15. Leading Change – Step 6
Create short-term wins
Provide evidence – change is
worth it
Reward the change agents
Gives credibility to change
initiative
Provides evidence it’s working
Builds momentum
Neutralizes the “nay-sayers”
16. Leading Change – Step 7
Consolidate gains and produce more change
Celebrate wins and push for more and bigger change
People are promoted or brought in
Leadership continues to communicate the vision
Leadership from all levels
Duplicity is eliminated
17. Leading Change – Step 8
Anchoring new approaches in the culture
New approaches – better than the old
Support from guiding coalition
Key people changes
Promotion and reward systems
18. Leading Change – John P. Kotter
“Organizations of the future will survive if they can manage
change successfully with a flattened hierarchy, managers that
can lead, policies and procedures that support customers,
systems that distribute performance data throughout the
organization, where training and development of people is
valued and the culture is externally oriented, empowered,
quick to make decisions, open and more risk tolerant.”
19. Activity
Identify one possible change initiative or opportunity
Is there currently a sense of urgency?
Identify who would be part of the guiding coalition
Remember the ratio – 4:1
Draft a vision statement
Outline how this vision would be communicated
Face to face or using technology or both?
What needs to be done? Start to draft an action plan
20. Resources for Leading Change
Biech, E. (2007). ThrivingThrough Change: A Leader’s Practical
Guide to Change Mastery
Cohen, D. (2005). The Heart of Change Field Guide:Tools and
Tactics for Leading Change inYour Organization
Gilley, A. (2005). The Manger as Change Leader
Kotter, J. (2012). Leading Change
Kotter, J. (2012).The Heart of Change: Real Life Stories of How
People ChangeTheir Organizations
Notas del editor
According to a recent book published in 2001, Leading Change in Healthcare, the authors state the following: “The short answer is that you cannot look anywhere in healthcare today without confronting the need for major organizational change.” Change may be needed to improve the safety of the individuals that you support, improve your customer service or reduce health disparities, to restructure delivery of your services, or provide better support at a lower cost . Healthcare organizations, must move away from the top-down view of organizational change.”
1st: The biggest mistake organizations make is not creating a sense of urgency. Instead, the organization is complacent to the reason or vision for change. The harder the leader pushes for change without establishing a sense of urgency, the more the anxiety rises and the more resistance sets in.2nd: Unless the head of the organization is a driving force of the change, and unless he/she builds a team that is committed to the change, resistance will prevail. Individuals alone, no matter how powerful or influential are inefficient to create a major change effort.3rd: Although a sense of urgency and a powerful coalition is important to a change effort, nothing is more powerful than a clearly communicated vision. Vision is a key element as it aligns, directs and inspires actions on the part of the people. Without a vision, any transformational effort will dissolve, be confusing or simply not go anywhere. A clear vision should be able to be communicated succinctly and create an understanding and interest on the part of the organization. 4th: Not only must the vision be clear, it has to be communicated over and over and over again in both words and deeds. Nothing undermines a change effort more than when words and deeds are inconsistent with the vision of the leader.
5th: There are many obstacles that may block a change effort. Sometimes it is the organizational structure, sometimes rewards and benefits. Many times managers refuse to adapt and are inconsistent in behavior, creating confusion. The leader must remove any and all obstacles for the change effort to be successful.6th: Real transformation takes time. Sometimes 18 months to 5 years for major cultural transformation. Because of this, there must be short term goals to meet and celebrate. Without short-term wins, too many people will give up or join the resistance movement. They must constantly be reminded, WIIFM.7th: Since major transformation can take years, any suggestion that the job is done can create apathy and even resistance. The changes that are made must be reinforced and monitored by the guiding coalition. If the organization starts celebrating before the change is complete, the actual effort could cease. It’s like stepping into quicksand. 8th: And last, the new norms must be embedded in the behaviors and shared values of the organization so that they are natural. The management must demonstrate that the change is anchored in the corporate culture and can withstand challenges and setbacks.